Presenters: Andraéa LaVant

Jessica Hunt

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Become familiar with the definition of disability under the Rehabilitation Act

Become familiar with people-first language

and proper disability etiquette Understand the benefits of including people

with disabilities in the workplace

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Disability Fact or Fiction: What Do We Know?

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A person with a disability wants to be treated equally to others in his or her workplace.

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It is often inexpensive to a hire a qualified person with a disability and give the person the tools needed to do his or her job.

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People with disabilities are held to different standards at work than other individuals.

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It does not matter to a person with a disability when you refer to him or her as “handicapped.”

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There is a difference between the words “Deaf” and “deaf.”

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When you see a person with a disability struggling with a door or heavy object, it is a good idea to open the door or take the object for him or her.

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When a person speaks slowly, you may assume that person has an intellectual disability.

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Not all people who are blind read Braille.

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Some people who are blind wear dark glasses. Why?

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When speaking with a Deaf person who has an interpreter, you should make eye contact with the interpreter.

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All people who are Deaf read lips.

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All people who are Deaf can speak.

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A person who has cancer that is in remission has a disability.

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Do you have experience with individuals with disabilities?

What are visible disabilities? What are invisible disabilities?

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How does the law define disability? Three-pronged definition Physical or Mental Impairment Record of a Disability Regarded As Having a Disability

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Language does matter! When referring to a person with a disability, always put the person first.

Examples: Person who is blind; person who is Deaf;

Person with an intellectual disability

The Golden Rule: If you are ever unsure of: acceptable language,

acceptable etiquette, or anything else: It is appropriate to ask

Making assumptions helps no one

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Acceptable Unacceptable

Person with a disability

NOT Disabled or handicapped

Blind or low vision NOT Visually impaired

Deaf or Hard of Hearing

NOT Hearing impaired

Wheelchair user NOT Wheelchair bound or confined to a wheelchair

Person with an intellectual disability

NOT Mentally Retarded

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Offering assistance

• Okay to offer • Ask what type of assistance needed • Preferences are different among people with the same disability • Accept no

Always direct communication to the person with a disability

• If the person speaks slowly, let him/her finish the sentence.

Make a mistake? Apologize, correct, learn and move on Treat adults as adults Relax!

Unemployment rate for PwD is almost twice the unemployment rate of those without them ◦ 15.2% v. 8.1% as of March 2012 (US Dept of Labor)

PwD in the labor force – 20.1% vs. people w/o disabilities – 69.3% (US Dept of Labor)

Two-thirds of PwD who are unemployed would rather be working (Institute for a Competitive Workforce

Increased Revenue ◦ Access to new markets ◦ Improve productivity through innovative and

effective ways of doing business

Economic Incentives ◦ Eligible for state and federal tax credits and

reimbursement opportunities for architectural changes Work Opportunity Tax Credit Return on Investment Calculator – Think Beyond the Label

– www.thinkbeyondthelabel.com

Reduce Costs ◦ Increase Retention and Attendance– PwD are

typically more loyal and stay longer on the job than their non-disabled counterparts Less likely to take sick and personal leave Marriott – 6% turnover, PwD; 52% overall Washington Mutual – 8% turnover, PwD; 45% overall ◦ Reduce hiring and training costs ◦ Reduce costs associated with conflict and litigation

Research proves: ◦ Workers with disabilities are much more satisfied

with their work than those w/o disabilities ◦ PwD have a strong reputation for being hard-

working, dedicated, and proud of their work and the organizations that employ them ◦ Employees with disabilities are just as dependable

and productive than those without disabilities

Customers with disabilities, their families, friends, and associates represent a trillion dollar market segment ◦ Many Americans say they prefer to patronize

businesses that hire PwD ◦ Ultimately proves that the organization/business

cares about the community at large

PwD bring unique experiences and understanding – transforms a workplace and enhances products & services ◦ Workplace Innovation Allows more efficient and effective business processes Opportunities to develop and implement management

strategies to attract and retain qualified talent ◦ Product & Service Innovation New products and services can be developed through

disability-inclusive diverse teams Products and services can be customized to increase

profitability

US Department of Labor, Office of Disability Employment Policy – www.dol.gov/odep

Job Accommodation Network- www.askjan.org

US Equal Employment Opportunity Commission- www.eeoc.gov

Jessica L. Hunt, Esq. Special Projects Coordinator District of Columbia Office of Disability Rights (ODR) O: 202-727-0287 Jessica.hunt@dc.gov Andraéa LaVant Inclusion Specialist Girl Scout Council of the Nation’s Capital O: 202-534-3791 alavant@gscnc.org